1. Physical Health

• Strengthening the follow-up care system after health checkupsTo ensure consistent follow-up across all 37 workplaces despite differences in health checkup providers, we have implemented two measures: (1) establishing standardized criteria in collaboration with occupational health professionals (occupational physicians and public health nurses) and staff responsible for promoting health and productivity management, and (2) centralizing health checkup results through the introduction of a health management system. These measures have enabled us to provide consistent health guidance and information on further medical examinations across all workplaces. For employees whose health checkup results exceed the reference values, occupational health professionals provide individual follow-up support and encourage them to undergo further medical examinations.
  As a result, the percentage of employees who visited a medical institution after their health checkups reached 87.2%. These efforts have also encouraged employees to think more about their own health.
  We will continue to monitor trends in the percentage of employees with abnormal findings in their health checkups while promoting initiatives that help employees improve their health.

  	FY2023	FY2024	FY2025
  Percentage of people at risk due to high blood pressure *Percentage of people with a systolic blood pressure of 180 mmHg or higher or a diastolic blood pressure of 110 mmHg or higher	0.7%	0.5%	0.4%
  Percentage of people at risk due to high blood glucose levels *Percentage of people with fasting blood glucose levels of 200 mg/dL or higher	0.3%	0.2%	0.2％
  Percentage of people with poorly controlled diabetes *Percentage of people with HbA1c levels of 8.0% or higher	0.8％	0.9％	0.7%

  *Applies to insured persons aged 40 and over
  
  (Reference) Our health checkups cover more items than required by law, and employees can undergo a comprehensive medical checkup instead. We partially subsidize the cost of comprehensive medical checkups and brain screenings. We also cover up to 15,000 yen of the cost of gastric examinations (gastroscopy or barium X-ray examinations).
• Reinforcement of specific health guidanceTo prevent the onset or progression of diseases caused by lifestyle-related conditions, we encourage employees to participate in specific health guidance programs. In particular, we are making additional efforts to encourage employees who are eligible for specific health guidance for the first time to participate.
  By reaching out to employees early when they first become eligible, we aim to reduce the number of employees who require specific health guidance for multiple years and help them improve their lifestyle habits.
• Publication of the Health Newsletter "Harebare"

  Occupational health professionals and staff responsible for promoting health and productivity management jointly prepare and publish a health newsletter every two months in line with company policy. Although awareness of the newsletter was initially low at 35%, the introduction of interactive content and other features has helped increase awareness to its latest level of 49%.

  

• Supporting women's healthWith women making up approximately 70% of our workforce, supporting women's health is one of our key initiatives.
  We fully cover the cost of women's health screenings, including cervical cytology tests, mammograms, and breast ultrasounds, and allow employees to undergo these screenings during working hours, making it easier for them to access these services.
  We also hold health seminars to help both male and female employees better understand women's health issues. In addition, our health newsletter, "Harebare," emphasizes the importance of regular health screenings. We are also considering offering more in-depth training on women's health in the future.
• Full subsidy for influenza vaccination costsIn some areas, we offer on-site group vaccinations at our workplaces. We also fully cover the cost of individual vaccinations. (FY2025 vaccination costs: 5,468,780 yen)
• Promoting healthy eating habits

  We are progressively introducing an installed healthy staff canteen service, called OFFICE DE YASAI, at each of our business locations.
  Interview article:
  https://www.officedeyasai.jp/interview/hankyu-travel/

  

• Using the health support app "Kencom"

  We provide the app "Kencom" free of charge. The app allows users to track their steps and weight, manage their activity goals, and receive personalized health information.
  We encourage employees to use the app to participate in "Minnade Arukatsu," a walking event organized by the Hankyu Hanshin Health Insurance Society and held in spring and fall. We also co-host a health promotion walking event with the labor union around the same time as "Minnade Arukatsu."

  

• Implementing smoking cessation measuresIn FY2025, our company's smoking rate was 13.8%. Broken down by gender, the rate was 25.7% for men and 7.9% for women, a difference of 17.8 percentage points. To mark World No Tobacco Day (May 31 each year), we display posters and have local health and safety committees encourage smokers to consider quitting.
  We also fully cover the cost of an online smoking cessation program.

2. Mental Health

• Conducting and utilizing stress checks

  We conduct stress checks at all our workplaces, including those with fewer than 50 employees. In addition to analyzing the results by workplace, we also analyze them by department to gain a more detailed understanding of working conditions. The chief occupational physician reports the analysis results to executives at management meetings and exchanges views with senior management. Occupational health professionals and HR staff also conduct interviews with each department and use the analysis results and employee feedback to improve the workplace environment.

  

• Providing health consultation and support by occupational health professionalsWe have established a dedicated consultation service that allows employees to consult directly with public health nurses. We also work with occupational physicians as needed to support employees' health.
  We provide support for a wide range of issues, including physical and mental health problems and other health-related concerns that may arise at work.
• Providing self-care training for new employees and mental health training for managers

  Mental health issues are particularly noticeable among employees with shorter tenures, and we recognize this as an important issue that needs to be addressed.
  We provide self-care training for new employees, led by public health nurses. The training aims to help new employees develop flexible thinking skills and learn how to cope with stress before they are assigned to their respective departments.
  We also incorporate mental health topics into training programs for employees at different career levels, giving each employee an opportunity to reflect on their own mental health.
  We also provide in-person training for managers on how to support their team members' mental health. Through group activities such as case studies, managers share their concerns and challenges with one another while learning how to prevent and address mental health issues among their staff. In a post-training survey, 96.6% of managers reported being satisfied with the training.

  

  

3. Workplace Health

• Introduced a Social Networking Site for Employees on Childcare and Nursing Care LeaveWe have introduced a social networking site, airy DIVERSITY CLOUD, for employees who leave the workplace for long periods of time for childcare, nursing care, or other reasons. The site provides the latest information about the company and also hosts online roundtable discussions for those on childcare leave before they return to work. According to the survey results, at least 80% of participants indicated that the program was meaningful, and we plan to continue holding the program twice a year in the future to coincide with the employee return period.
• Implementation of Company-wide No-Overtime DayA No Overtime Day is held once a month on a specific day for all departments to help secure time for lifestyles outside work.
  By implementing this initiative, our ultimate goal is to foster a workplace-wide culture of leaving early even on non-designated days.
• Implementation of a Flextime System and Half-Day Leave SystemThese programs help to optimize working hours and ensure proper work-life balance/personal time.
• Introduction of an Interworking Interval SystemWe have introduced an 11-hour interval between shifts via a labor-management agreement to promote the reduction of overtime and ensure adequate periods of rest.
• Implementation of an Automatic Computer Shutdown SystemWe set computers to shut down at designated times in order to reduce overtime work.
• Creating a healthy and safe work environment

  As part of our efforts to create a safe and comfortable work environment for employees, we are making improvements at each of our workplaces.
  We have installed blood pressure monitors at all 37 workplaces to support employees' daily health management. We also provide supplies such as oral rehydration solutions and instant cold packs to prevent heat stroke.
  In addition, we have created spaces where employees can interact casually with one another, as well as areas where they can take breaks and recharge both mentally and physically.
  We are working to create a safe and comfortable workplace by being prepared to provide an initial response when employees feel unwell and creating an environment that supports daily health management and allows them to rest and recharge.